Today's interview process is changing and adapting.

The workforce as we know it is rapidly changing. Previously, employees could focus on gaining certain hard skills and rely on that for job security. In today’s world, however, jobs that purely rely on hard skills are increasingly replaced with automation and AI.

In fact, a 2017 study compiled by the McKinsey Global Institute found that “in about 60% of all occupations, at least one-third of the constituent activities could be automated.” This also means companies will increasingly invest in automation technology to augment their workforce while reducing cost. As a result, human capital nowadays is expected to possess both hard and power skills (a better name for soft skills) to be effective in their jobs.

Modern talent acquisition teams now increasingly use interview processes like competency-based questions and behavioral questions to test a candidate’s power skills such as “collaboration,” “verbal communication,” “persistence,” and more. With these new types of interviews fundamentally changing the way we evaluate candidates, an Interview Logistics Platform can give you the flexibility to structure your interview process for a variety of interview types.

Fact Checking

Screening Interview

Screening interviews are usually conducted by the sourcer, the recruiter or, sometimes, the hiring manager for the position. The primary purpose of this interview type is to check the candidate’s industry experience and evaluate the validity of their resume. Their past experiences and any claims made are scrutinized to gauge the initial fit between the position and the candidate. For those interviews, if you would like a recruiter, a sourcer, or a hiring manager to be present, you can easily and effortlessly set this up in the GoodTime ILP:

Power Skills

Competency-Based or Situational Interviews

Competency-based interviews test candidates on a set of specific skills that are required for the position. In order to design a competency-based interview, you should start with defining which of your interviewers have the skills and training to effectively test for each competency. Then, you can create an interviewer pool based on each competency and configure GoodTime’s ILP to draw interviewers from there.

Below is an example of how you can configure GoodTime’s ILP to structure a loop of three competency-based interviews that test the candidate’s collaboration, persistence, and problem-solving skills.

Behavioral Interviews

Behavioral-based interviews are interviews based on discovering how the interviewee acted in specific, employment-related situations. For example:

  • “Give an example of an occasion when you had to make an unpopular decision. How did you handle it?”
  • “Tell me about a time when you made a mistake.”
  • “What’s a goal you reached and how did you achieve it?”

The rationale behind this type of interview is that your past performance foretells your future performance. Essentially, if you behaved in a certain way in the past, you will act similarly in a similar situation in the future. Behavioral interviews are the best conducted by the hiring manager or a senior member from the team, but only if they are trained to ask behavioral questions and know how to drill down into a candidate’s answers.

This is easily created within GoodTime’s ILP, where you can set the length of the interview, the position, and the skills that the interviewer must have in order to conduct it:

Coffee/Lunch Interviews

Coffee or lunch interviews happen outside of work settings. They are designed to give candidates a low-pressure environment where they can have a more casual conversation. It is a great avenue to evaluate a candidate’s personal motivation, interest, and temperament. Some companies use the direct manager as a lunch buddy for this type of interview. Others introduce a team member who can best show off the company culture such as a female leader, a D&I leader, a founder, or a key executive in the company. In GoodTime’s ILP, it would look like this:

Reverse Interviews

Reverse interviews are a unique concept that’s gaining traction. Like the name suggests, in this interview candidates interview your employees. Most of the time, it will be a panel of diverse employees or members from the team that the candidate will eventually join if they get the offer. The purpose of this type of interview is to evaluate the candidate’s curiosity, level of communication, and their ability to find the right answer through questions. It also gives candidates ways to find out more about the role, company culture, and team dynamics.

Setting up this interview process is simple with GoodTime’s ILP:

Hard Skills

Technical Interviews

Technical interviews test specific, required skill sets, typically the candidate’s knowledge and their problem-solving approach. For these interviews, the interviewers are usually senior members of the team with deep subject matter expertise. They’re also trained to test the candidate’s technical capabilities.

Below is an example of sequential technical interviews that test the candidate on their coding capabilities in Android, Back-End coding, and Javascript:

Problem-Solving/Case/Presentation Interviews

Presentation interviews test the candidate’s communication skills in a group setting. It’s a great way to evaluate how the candidate behaves under pressure in front of a large audience. This interview type is usually used for customer-facing roles such as sales, customer success, or management consulting.

You can configure GoodTime’s ILP as follows to conduct a presentation interview with the hiring manager, one member from the sales team, and one interviewer who is trained to conduct a presentation interview:

Project-Based/Working interviews

Project-based interviews are used to watch a candidate in a real-life work situation. A small project is given to the candidate to be completed before the interview or within an allotted time. This type of interview gives interviewers a chance to get a glimpse of what it is like to see the candidate in action. If the project was given before the interview, the interviewer would ask the candidate about their thought process behind their final product.

Below is an example of a UX designer working interview with two interviewers: one from the design team and the other from the product team:

Designing an effective interview process for each role is critical in evaluating each candidate properly and maximizing your interviewers’ time. GoodTime’s Interview Logistics Platform makes sure that the interview process you’re using is consistently applied to all candidates. This creates a fair and unbiased interview process.

Learn More about GoodTime Schedule a Demo